Diversity Audit
UPS Diversity Audit
Table of Contents
Executive Summary 3
Diversity Audit 4
I. UPS Organizational Background 4 I.1. Corporate History 4 I.2. Corporate Business Culture and Scale 4 I.3. Delivery Service Industry 4 I.4. Operational Management 5 I.5. Technology and Innovation in UPS 5
II. Selected Criteria 6 II.1. Diversity Audit Background 6 II.2. Audit Criteria 7
III. Diversity Management in UPS 8 III.1. Diversity of UPS people 8 III.2. Diversity of UPS Community 8 III.3. Diversity of UPS Customers 8 III.4. UPS Supplier Diversity 9 III.5. UPS Diversity in Board Members 9
IV. Evaluation of UPS Diversity Initiatives 9 IV.1. Feedback Facility 10 IV.2. Employee benefits 10 IV.3. Benchmarking and Cooperation 10 IV.4. Diversity Initiatives Objectives 11 IV.5. Business Culture 11 IV.6. Mentoring and Training Program 12 IV.7. Reward System 12 IV.8. Customers and Supplier Satisfaction 12 IV.9. Teamwork 13 IV.10. Recruitment 13 IV.11. Employee Retention and Career Advancement 13 IV.12. Demographic and Representation 14 IV.13. Corporate Reputation 14
V. Recommendations 15
Bibliography 16
Organizations normally consist of diverse structures, whether in its people, customers, and board members. In that I have chosen to audit the diversity within the global organization: United Parcel Service (UPS). The diverse structure of this company shows the various roles within each department from corporate management down to the actual labor force doing the work. Conversely, without proper management skills, managers could neglect to acknowledge the role of each part of the corporate structure. Therefore, a unique form of audit is necessary, a form of audit that can deliver information of how well the company manages the diversity of its resources. In order to perform this audit properly, a set of sound criteria is required. I will be evaluating the diversity initiatives of UPS, one of the most prolific package delivery
Table of Contents
Executive Summary 3
Diversity Audit 4
I. UPS Organizational Background 4 I.1. Corporate History 4 I.2. Corporate Business Culture and Scale 4 I.3. Delivery Service Industry 4 I.4. Operational Management 5 I.5. Technology and Innovation in UPS 5
II. Selected Criteria 6 II.1. Diversity Audit Background 6 II.2. Audit Criteria 7
III. Diversity Management in UPS 8 III.1. Diversity of UPS people 8 III.2. Diversity of UPS Community 8 III.3. Diversity of UPS Customers 8 III.4. UPS Supplier Diversity 9 III.5. UPS Diversity in Board Members 9
IV. Evaluation of UPS Diversity Initiatives 9 IV.1. Feedback Facility 10 IV.2. Employee benefits 10 IV.3. Benchmarking and Cooperation 10 IV.4. Diversity Initiatives Objectives 11 IV.5. Business Culture 11 IV.6. Mentoring and Training Program 12 IV.7. Reward System 12 IV.8. Customers and Supplier Satisfaction 12 IV.9. Teamwork 13 IV.10. Recruitment 13 IV.11. Employee Retention and Career Advancement 13 IV.12. Demographic and Representation 14 IV.13. Corporate Reputation 14
V. Recommendations 15
Bibliography 16
Organizations normally consist of diverse structures, whether in its people, customers, and board members. In that I have chosen to audit the diversity within the global organization: United Parcel Service (UPS). The diverse structure of this company shows the various roles within each department from corporate management down to the actual labor force doing the work. Conversely, without proper management skills, managers could neglect to acknowledge the role of each part of the corporate structure. Therefore, a unique form of audit is necessary, a form of audit that can deliver information of how well the company manages the diversity of its resources. In order to perform this audit properly, a set of sound criteria is required. I will be evaluating the diversity initiatives of UPS, one of the most prolific package delivery
Bibliography: Ball, Calvin B. 2004. ‘Diversity Metrics: A Guide to Constructing an Inclusiveness Audit’. Diversity Training Group. Retrieved February 21, 2007 from ‘Diversity at UPS’. 2007. Retrieved February 21, 2007 from http://www.ups.com/search ‘Economic’. 2007. Retrieved February 22, 2007 from http://www.ups.com/search ‘Employee Opinion Survey’ 2007. Retrieved February 22, 2007 from http://www.ups.com/search Friedman, Thomas L. ‘2006. The World Is Flat: A Brief History of the Twenty-first Century’, New York: Farrar, Straus and Giroux, updated and expanded, pp. 167-176 ‘Global Workforce Development’. 2007. Retrieved February 22, 2007 from http://www.ups.com/search ‘Overview’. 2007. Retrieved February 22, 2007 from http://www.ups.com/search ‘Opportunity and Diversity. 2007. Retrieved February 22, 2007 from http://www.ups.com/search ‘Supplier Diversity’. 2007. Retrieved February 22, 2007 from http://www.ups.com/search ‘Worldwide’. 2007. Retrieved February 22, 2007 from http://www.ups.com/search